1.  Use social networks as an opportunity to post job opportunities; but to also to engage passive candidates who may fit your client’s corporate culture and needs.  Using blogs and online newsletters you can create a dialogue that extends far beyond the latest job posting.
2. Create a recruiter brand that appeals to both your clients and your candidates; but don’t try to do so at the same time.  Consider having two separate sections on your website (or even two separate websites) that target clients and candidates separately. 
3. Use online communities such as LinkedIn and Twitter to engage with peers, candidates and clients.  Create “digital relationships” using these tools that can extend beyond your computer and help you build your own community of valuable connections.
4. As we’ve mentioned in Tip #1, blogs and online newsletters can be used to create a dialogue between yourself and your target group (potential clients and candidates) but it can also be used to create credibility.  By creating valuable information products, such as articles and reports, you can become a resource for others and the “go to person” for many in your industry.
5. Use social networks to stay in touch with both candidates and potential clients by incorporating them into your recruiting process and your follow-up system for clients.  For example, you may want to send a candidate or client a LinkedIn “friend request” after a meeting. You could even have two different LinkedIn accounts, one for clients and another for candidates.

Client and Firm Confidences

Nothing is more sacred to the legal profession than the confidential relationship between lawyer and client. This goes far beyond what is required by the rules of professional conduct. Your personal rule should be very simple — do not talk about the firm’s business, its clients, their problems or anything related to them outside the four walls of the firm. With anyone. At any time. It is that simple. 

            The greatest risks are casual social comments. Somewhere in the middle of a case of Heineken you pass along information about something of great sensitivity to a firm client.

            Equally risky are comments in restaurants, public places or cocktail parties that directly or indirectly reveal the business of the firm or its clients. The group at the next table may include three employees of the client, their banker or accountant, a competitor, or associates working for someone about to make a competing offer to buy your client. Trust me.

            They are there — perhaps not as nattily attired and lacking the Bombay Sapphire martini — but there nevertheless. It is not just legal advice or technically privileged information. It is anything about the client and their business. You risk immediate termination if you violate this rule.

            Gossiping about firm politics, attorneys, finances, or other subjects is equally foolish. While it violates no disciplinary rule, you can be assured that the managing partners do not want the firm’s business discussed at Liquid, Club X, or Martini Madness.  I would be equally cautious about posting commentary on the internet about your summer employer, no matter how carefully you believe you have disguised your identity.

            Do not copy, remove, download, or distribute written work product without the clear permission of the hiring partner and the partner for whom the work was done. While firm policies vary, most do not want their work product distributed outside the law firm, for any reason at any time. It really does not matter if you change all the client names.

The firm’s confidential work product includes  memoranda you write during the summer form files of pleadings and transactional documents —whether or not publicly filed brochures and marketing proposals and any and all information maintained on the firm’s network or databases (including, of course, lists of clients, contacts, or potential clients). jeopardizes your career.

            When you apply to the bar all previous employers must sign affidavits about your character and fitness. Your admission to the bar can be delayed or precluded if an employer reports that you do not treat confidential information with care. Driving the big rigs can be fun but your Mom does not expect your telephone number to be 1-800-18-WHEELS.

When it comes to finding the best clients, following a few simple guidelines will most likely produce the best results.

• First impressions are important to getting off on the right foot with a new or potential client. Make sure your brand is professional and cohesive and put into place an effective process for vetting and processing clients.
• Don’t be overly eager to take on a new client. Yes times are hard, but desperation will scare away even the most interested and valuable potential clients.  Even if job orders have slowed to a trickle, remember that you are offering just as much value as the client.
• Don’t rush into client relationships too fast.  Make sure that your new client respects your work and understands the value you are brining to their firm.  Clients who insist on haggling over fees and attempt to get something for nothing, will usually turn out to be long-term problems.  Avoid the temptation to take on these problem clients and focus instead on healthy client relationships that are reciprocal and lucrative in the long-term.
• Take the time to research your potential client.  Is their company financially healthy?  Do they have long-term recruiting needs?  Do they understand the value that a recruiter will bring to their company?  You may even want to schedule a short face-to-face meeting with the potential client. 
• Make sure that you follow up with your potential client on a regular basis. Even if a potential client does not use your services right away, following up with them will keep you at the forefront of their mind.

*Submit a well crafted resume.  This may seem obvious, but you would be surprised at how many job seekers fail to meet this first requirement.  Many job seekers send resumes to recruiters that are not crafted to sell their job skills and are not written as if it is going to an employer.  If you want to make a good first impression with a recruiter, send them a well written resume. Treat your recruiter as if they were an employer because they may be the link between you and your next job

*Do your homework.  Take the time to research the recruiter you want to work with.  What is there specialty? Do they have experience working with attorneys with your background and work experience?  Have they been successful in placing people like you in the firms of your choice? Remember, your recruiter is a tool for your job search.  If you don’t research the recruiter how will you know that you are using the right tool?

*Be transparent.  If you want to create a relationship with your recruiter that is based on mutual trust and respect it is important to be honest and forthcoming at all times.  Please do not exaggerate work experience or accomplishments and be honest about your needs and capabilities.  Once your recruiter is given the correct information about your skills, needs and career aspirations, he/she can connect you with the employers who are most likely a good fit.

As the recession drags on, many attorneys, some with years of experience, are considering careers outside of law.  But how do you make the leap?  One of the keys to making the leap from attorney to something different is to identify your most valuable and transferable skills. 

When considering a career change, it is important to thoroughly research the career path on which you want to embark.  If you’re thinking about different career options, then take the time to thoroughly research all of them. Find out what the requirements are of the new occupation, read and document help wanted ads for the job you want and take the time to contact professionals who are already working in your field of choice.  You can even join a few professional associations to network and begin building relationships with professionals working in the field.

Next you should identify the skills that you already possess that would transfer easily to your new profession.  But don’t just depend on your memory for this task.  If you have the documentation, review old job descriptions, employee reviews and even old resumes.   Work with a professional to craft a skills-based resume that will highlight your abilities and craft a cover letter designed to convince an employer of why you should be chosen over a more experienced candidate.  Also, consider using a recruiter who specializes in helping career changes make find a job.

Editor' note:  You can find a related article in our Hot Spot - or click here

Building and sustaining powerful relationships with your clients is one of the most useful things a recruiter can do to increase and maintain positive cash flow in good times and bad.  But how does a recruiter go about creating those relationships?  Let’s take a look at a few tips:

1. Remain in constant communication with your clients.  Yes, we know that your schedule is tight; but take the time out to meet with your core clients at least a couple of times a year.  Ask for their feedback about how you’re doing and find out what you could do to make their job easier.
2. Know your client’s business.  Read any articles about the client, subscribe to their newsletters/blogs and try to get a copy of their annual report or other documents that will give you insight into how their business is doing.  This knowledge will help you understand how you can help the company recruit in a way that will improve their overall business and operations.  It will also give you an edge over less informed recruiters.
3. Stay informed on the legal industry.  What are the latest happenings?  Any major changes?  For example, right now the legal industry is experiencing major changes in the way associates are compensated.  These are things you must know so that you can effectively respond.